Category: Local Government Projects

Evergreen Solutions was engaged with Columbus Consolidated Government to conduct a Classification and Compensation Study and Analysis.  Columbus is Georgia’s first consolidated city/county government, the second largest city in Georgia and is a recognized leader among its peer cities, and takes pride in its operational efficiency and the excellent quality of life it fosters.

Evergreen conducted an external market analysis to determine whether the City was competitive with its peers. Evergreen worked with Human Resources and City leadership to review the Cit’s classification and compensation structure and recommended comparable public and private survey markets.   Evergreen considered the compensation and benefits package received by employees with the City as it related to both the external and internal markets.  The City’s objectives for this study were to:  attract and retain qualified employees; ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties; outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differential between individual classes; and maintain a competitive position with other comparable government entities and private employers within the same geographic areas.

Evergreen Solutions was engaged with the City of Norfolk to conduct a Classification and Compensation Study. Evergreen conducted a job analysis to determine internal equity as well as an external labor market analysis to determine whether the City was competitive with its peers.

Evergreen Solutions was engaged with the City of Marietta/Board of Lights and Water to conduct a Review and Update of a Pay and Classification System.  Evergreen performed the following tasks: evaluated job descriptions for all full-time and part-time single incumbent positions and recommended appropriate job classification, FLSA classification, and salary range; updated and/or created full-time and part-time classification specifications as needed to uniformly reflect distinguishing characteristics, FLSA status, essential functions, minimum qualifications, working conditions, license requirements, regulatory requirements, certifications, and competencies required to do the job (knowledge, skills, and physical abilities); conducted a full market analysis of take-home pay with comparable labor market including both private, when applicable, and public sector (locally, regionally, and statewide) using an approved peer group with a focus on actual take-home pay; established a consistent and competitive market position that the City could strive to maintain that aligned with the City’s compensation philosophy; reviewed and provided an assessment on the competitiveness of the City’s entire benefits package (including annual/vacation leave, sick leave, holidays, health, dental, life, disability, retirement, tuition reimbursement, etc.); designed and recommended an implementation strategy (including cost) and a maintenance strategy, including policy revisions or additions for the updated compensation system with the lowest financial impact on the City and greatest gain to positions that fell outside of a designated range; included any best practice recommendations that would positively impact hiring or retention; and provided training to appropriate City staff on the utilization and maintenance of the system.

Evergreen Solutions was retained by the City of Sandy Springs to conduct a Classification and Compensation Study. The study included all employees and classifications in the County.  As part of the study, Evergreen conducted focus groups and interviews with employees, and employees completed a Job Assessment Tool (JAT) to determine where they fell in the hierarchy of jobs with the City. Evergreen further conducted a comprehensive salary survey of local and regional employers to assess the market competitiveness of the City.  A detailed plan was developed to provide the City with specific steps to implement an equitable and competitive compensation and classification plan.

Evergreen Solutions was engaged with the City of Texas City to conduct a Compensation and Classification Study.  The purpose of the comprehensive study was to develop a clear, equitable, consistent and competitive classification and compensation structure that fostered retention of qualified individuals while providing opportunities for growth and development within and provided the Human Resources Department a framework to operate within to maintain the system.  Evergreen worked with the City to develop a compensation program that was fair, equitable, and competitive with other municipalities in the surrounding geographic market area from which the City of Texas City recruited.  Evergreen further worked with the City to develop a classification system that facilitated ongoing compensation analysis and reporting based on similarly-situated employees, similar skills, qualifications, responsibilities, and pay, using job family grouping and EEO job categories that comported with EEOC guidelines for government employees and provided the City with a tool that the HR department could use to continue that evaluation/analysis process.

Evergreen Solutions was engaged with Cumberland County to conduct a Comprehensive Total Compensation Study.  The primary focus for this study was to review internal equity and correct salary compression where it existed and to conduct an external market analysis. 

Evergreen Solutions was engaged with Bedford County to conduct a Compensation and Classification Study.  Evergreen’s consultants designed, conducted, and assisted in the implementation of a comprehensive compensation/classification study for the County, and formulated a new compensation/classification plan for all County employees. The purpose of this study was to ensure the County is externally competitive, internally equitable, and fiscally sound. Evergreen recommended a compensation and classification plan that could be easily maintained and updated.

Evergreen Solutions was engaged with the City of Boulder City to conduct a Classification and Compensation Study.  Evergreen’s consultants conducted a job evaluation, classification review, and developed a compensation system for all positions and job classifications in order to make recommendations regarding the appropriateness, internal equity, and external competitiveness of the City’s classification and compensation plans.  Evergreen developed an updated and well-structured classification system as well as classification descriptions for all positions that was legally compliant (including Fair Labor Standards Act (FLSA) and Americans with Disabilities Act (ADA) requirements), internally aligned, reflective of contemporary standards, and accurately reflected current roles, responsibilities, duties, and qualifications.  The study also reviewed the City’s compensation structure by conducting a market salary survey using comparator agencies.  The compensation study contained specific recommendations regarding the integration of all classifications into a clear compensation structure, with the goal of developing a clearly designed, internally equitable format that would be flexible for career opportunity and future growth.

Evergreen Solutions was engaged with the Leon County Clerk of the Circuit Court and Comptroller to prepare a long-range Strategic Plan.

Evergreen Solutions was engaged with San Patricio County to conduct a Classification and Compensation Study and Analysis.  The purpose of the study was to address changes in San Patricio County operations and staffing over the past decades, which might have affected the type, scope, and level of work being performed. The primary objectives of the study were to: attract and retain qualified employees; ensure positions performing similar work with essentially the same level of complexity, responsibility, and knowledge, skills, and abilities are classified together; provide salaries commensurate with assigned duties; outline promotional opportunities and provide recognizable compensation growth; provide justifiable pay differential between individual classes; and maintain a competitive position with other comparable government entities and private employers within the same geographic areas.